First aid for absenteeism, presenteeism and staff turnover

Lower mental wellbeing and health problems can bring high costs for your organization. Absenteeism, presenteeism and turnover are indicators that go hand in hand with these problems. So how do you tackle them? We help you get started with 9 practical tips.

The jargon

Absenteeism, or sickness absence, is when an employee is absent from work due to illness. High absenteeism rates bring high costs. Think of continuing to pay the absent employee's salary, or hiring a temporary replacement. There are also indirect costs. The wellbeing of your other employees can decline sharply because of a higher workload, or more stress to get the work done within the same timeframe. This can create a vicious circle in which employees keep dropping out or perform less well.

Besides absenteeism, there is also presenteeism. This is when an employee is ill but keeps working anyway, whether they are physically or mentally unwell. Surely that is good for my organization? You might think so, but presenteeism actually causes big challenges and high costs. Employees who keep working while ill are less productive, get even sicker or recover more slowly. Burnout is also lurking around the corner.

Turnover is about staff leaving your organization. The organization may intend to let staff go because of cost savings or poor performance. But turnover can also be unwanted, when an employee resigns. A healthy company always has a little turnover. Is the rate too high? Then there can be many underlying causes, often linked to the wellbeing of your employees. As a result, vacancies become hard to fill, engagement drops and you lose good employees. So how can you tackle turnover, presenteeism or absenteeism effectively? Read the 9 tips below.

9 tips to tackle absenteeism, presenteeism or turnover

1.Absence policy

Everyone gets ill now and then, so it is important to have a clear framework around absence. That way every employee knows what to do in case of illness or an accident. On the one hand, you clarify the rules around illness and absence. On the other hand, you raise the threshold for absence by making clear agreements about reporting sick, checks during illness and (un)authorized absence. This is a crucial step in tackling absenteeism.

2. Contact during absence

Stay in touch with employees who are ill to show involvement and understanding. This strengthens the bond between the employee and the organization and makes it easier to come back to work.

3. Reintegration

When employees are absent for a long time, it is important to reintegrate them gradually into the workplace. A good reintegration policy improves the chance of a successful return, reduces costs and increases the wellbeing of employees.

4. Raise awareness of presenteeism

A first step is recognizing and acknowledging presenteeism within your organization. Many employees are not aware that presenteeism can harm their own health and that of the organization. So communicate about the negative effects of presenteeism, and inform your employees about the signs and where they can turn with questions or difficulties around presenteeism.

5. Map out the cause

Presenteeism can have many causes: too much work, fear of losing your job, not being able to let go of your work, ... With an employee survey you find out the causes within your organization and can take targeted action.

6. Create the right culture to counter presenteeism

To counter presenteeism, it is important to create an open company culture. Make the wellbeing of your employees something people can talk about, and make sure employees do not feel guilty when, for example, they are ill. As a manager, it is also important to lead by example.

7. Counter turnover by valuing employees

Create an environment where employees feel valued, have the opportunity to grow and where their contributions are recognized. Open communication, honest feedback and opportunities for professional development can all help reduce staff turnover.

8. Invest in personal development and growth

Employees need perspective. Make sure they can set goals and take steps to reach them. You can do this by offering opportunities for training, further education and career development. That way you increase the engagement and loyalty of your employees.

9. A competitive salary

A fair salary in line with the competition is very important to attract and keep employees. It can stop people leaving for better pay at another organization.

Map out the wellbeing of your employees

Would you like to map out wellbeing within your company? BloomUp offers a wellbeing scan that objectively measures, analyses and interprets the wellbeing of your organization. That way you know right away where the problem lies and can take targeted action. Curious how it works? Read our article about wellbeing scans.